The solution was very good at reconfiguration and customization of their software. It helped us to meet federal regulations.
The reporting feature is quite easy for a layman to use, and the look and feel of the application is good. Its security is robust. You will never find a use case that cannot be covered.
It's very user-friendly.
This solution has always been stable for me.
A solid and mature product.
The PeopleSoft interface is very good.
This solution has localized the payroll which is a good thing.
The solution is very good at building out a roadmap based on client needs and feedback.
It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me. You can install it on your mobile phone or iPad and do your employee service activity there.
Stability and scalability are good. They have four releases every year of which learning is a big portion of that. They're constantly refining and defining and they're embedding a lot of new technology into it all the time.
The solution has improved our organization by helping us cut hours and lessen our labor force. It saved us probably over $100,000 in just the last couple of years.
The solution offers good benefits for administrators.
The Talent Acquisition and Headhunting features are good.
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Ariel LindenfeldDirector of Community Management at IT Central Station
Question: When evaluating Talent Management solutions, what aspect do you think is the most important to look for?
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What is Talent Management?
Talent Management Solutions are dedicated HR software strategies or systems that improve employee recruitment processes in large organizations. Talent Management web-based and mobile technology solutions are also designed for maximizing employee development and retention. Talent Management is able to target successful “assets,” managing required skills and capturing the potential of standout employees who meet current and future organizational needs.
For IT Central Station users who are engaged with the “four pillars” of HR Talent Management: recruitment, performance management, learning and development and compensation management, buy-in of internal clients is key in establishing the best software choices. Budget and scale of deployment are always a factor in choosing Talent Management with the result being an on-premise, cloud-based or hybrid-cloud solution. Security and privacy are especially critical in this space due to the plethora of aggregated personal information, e.g. HIPAA, identification data and compensation.
Talent Management Solutions should be easy to implement and navigate. IT Central Station users look for agility and functionality to post positions, screen applicants, review resumes, schedule interviews and share calendaring. Users focus on criteria to capture, share and distribute comments with numerous decision makers, as multiple personnel review most candidates. In addition to communication, Talent Management software should align and provide access to stakeholders for policy information, handbooks, templates, employee data, benefits and payroll. There are many layers to Talent Management, and a successful system should easily integrate into corporate intranets and interact with other software platforms in the expanded enterprise.
Talent Management should deliver analytics for HR and Upper Management. IT Central Station users are on the front lines of Talent Management growth in the Software as a Service (SaaS) delivery market. This is an evolution of earlier application service provider (ASP) delivery models for HR software. Ultimately IT needs alignment with HR in developing data tracking, interaction, analysis and access for both management and other levels of the organization. Tech leaders such as IT Central Station will offer agile Talent Management solutions, which adds value and ROI to IT professionals.